Southwest Power Pool (SPP) is about more than power. We’re about the power of relationships. Our employees have the opportunity to work together to ensure electricity is delivered reliably and affordably to the millions of people living in our service territory. We have been voted one of Arkansas’ Best Places to work by Arkansas Business and we are looking for a member of our team who is passionate about our mission to keep the lights on!
We have a core ideology here at SPP that we stand by: Do the right thing, for the right reason, in the right way.
We believe in supporting our employees through a fantastic benefits package:
Competitive pay with bonus opportunities
Excellent insurance package including three great medical plans to choose from, employer-paid short term disability, long term disability, and life insurance
Relocation assistance
Flexible working environment for positions that are eligible where employees have the flexibility to work from home and come in where collaborative in person work is needed.
Fantastic contributions to your retirement through a 401(k) savings plan with employer-match benefits and a defined benefit plan fully funded by SPP
The HR Business Partner (HRBP) position is responsible for playing a pivotal role in partnering with leaders and business units to develop and implement HR strategies that support business objectives. This role requires a blend of strategic thinking, operational excellence, agility, knowledge of emerging trends, technologies, tools, practices, and industry developments as well as a deep understanding of human resources practices to foster a culture of engagement, collaboration, and performance excellence.
Strategic HR Leadership: Partner with senior leaders, executives, and business unit heads to understand the organization's strategic objectives, goals, and challenges. Translate business priorities into actionable HR strategies, initiatives, and programs that support organizational growth, competitiveness, and sustainability. Collaborate with business leaders to assess organizational effectiveness, streamline workflows, eliminate redundancies, and foster collaboration, innovation, and agility.
Organizational Development: Support and implement initiatives related to organizational design, change management, talent management, succession planning, and employee engagement to drive performance and growth. Partner with Learning and Development to implement training programs for managers and employees on compliance-related topics, such as but not limited to anti-discrimination, harassment prevention, workplace safety, data privacy, ethics, and other relevant areas.
Employee Engagement and Culture Development: Foster a culture of engagement, collaboration, innovation, and performance excellence. Support strategies, programs, and initiatives to enhance employee engagement, satisfaction, morale, and retention in collaboration with L&D and DEI partners. Promote diversity, equity, inclusion, and belonging across the organization.
Employee Relations: Provide expert guidance and support on complex employee relations issues, ensuring fair and consistent application of policies and procedures while fostering a positive work environment. Address employee relations issues, conflicts, or concerns related to performance, career development, compensation, and other HR-related matters.
Talent Management: Partner with business leaders to identify talent gaps, develop succession plans, and implement strategies to attract, develop, and retain top talent. Utilize data and analytics to assess talent management initiatives' effectiveness, identify trends, and make informed decisions. Monitor key metrics such as turnover rates, employee engagement scores, time-to-fill, and others to measure the impact of talent management strategies and identify areas for improvement. Partner with hiring managers to define job requirements, create job descriptions, and develop sourcing strategies in partnership with recruiters. Ensure that recruitment processes are efficient, unbiased, and effective in attracting top talent. This may also involve employer branding initiatives to position the organization as an employer of choice.
Performance Management: Provide insights into the design, implementation, and evaluation of performance management programs, including goal setting, performance reviews, and development plans. Drive performance management and goal setting initiatives. Guide management and employees on best practices, SMART goals and opportunities within performance management and goal setting.
HR Compliance: Ensure compliance with local, state, and federal employment laws and regulations, staying abreast of changes and implementing best practices to mitigate risks. Assist in the development, review, and update of HR policies, procedures, and guidelines to ensure compliance with legal requirements and organizational standards. This includes policies related to recruitment, hiring, onboarding, performance management, employee relations, compensation, benefits, and termination. Maintain accurate and up-to-date HR records, files, and documentation in compliance with legal requirements and retention policies. Identify, assess, and mitigate HR-related risks, vulnerabilities, and potential liabilities within the organization and develop strategies to address them proactively.
HR Analytics and Reporting: Utilize data-driven insights to inform decision-making, measure HR initiatives' effectiveness, and drive continuous improvement across the organization.
Compensation Strategy: Collaborate with Senior leaders and Compensation Manager to develop and implement a comprehensive compensation strategy that aligns with the organization’s business objectives, culture, and competitive market positioning. Participate in benchmarking studies to ensure SPP jobs are matched to the closest available market positions. Slot positions in levels based on factors such as job responsibilities, required skills, experience, and scope. Conduct pay equity analysis to make recommendations for promotion, merit and/or performance compensation. Communicate compensation policies, practices and decisions effectively to employees and leaders. Ensure that compensation decisions are based on objective criteria, performance evaluations, market data and organizational guidelines.
Education Requirements:
Bachelor’s Degree in Human Resources, Business Administration, or related field
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential; or HRCI PHR or SPHR certification; or, ability to obtain certification within one year of employment
Experience Requirements:
8+ years of relevant Human Resources experience
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and relations,
diversity, performance management, training and development, and federal and state respective employment laws.
Other Requirements:
Excellent verbal and written communication skills.
Excellent interpersonal and customer service skills.
Excellent organizational skills and attention to detail.
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
Excellent time management skills with a proven ability to meet deadlines.
Strong analytical and problem-solving skills.
Proficient with Microsoft Office Suite or related software.
Education
Required
Bachelors or better in Human Resource Administration or related field
Licenses & Certifications
Preferred
SHRM Cert Professional
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
